Giving and Receiving Feedback Blog Posts
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How many of you have heard: “As a manager, you DEFINITELY need to receive feedback non-defensively.”
Good advice, for all the obvious reasons.
People-leaders (AKA those with a power differential) have an outsized impact on engagement, morale, and whether ideas and feedback flow freely.
Dive into the world of difficult conversations and challenging employee responses, armed with tools to make these interactions win-wins for everyone.
Today, we're diving into the feels – both yours and your employee's – and how to handle them like the emotionally intelligent leader you are (or aspire to be).
It’s important to keep in mind that when we give someone corrective or critical feedback, it will likely trigger a "fear response" in that person. Here’s how to mitigate that defensiveness.
Feeling defensive is human. It’s a manifestation of a fear response that takes place in our amygdala fear and triggers our “fight, flight, or freeze” instincts.
We often find that agencies that have experienced positive culture change attribute a large part of their success to the fact that every employee is regularly meeting with his/her direct supervisor.